Workplace Violence

Occupational and Safety and Health Administration (OSHA) defines workplace violence as:  any act or threat of physical violence, harassment, intimidation, or other threatening disruptive behavior that occurs at the work site. 

It ranges from threats and verbal abuse to physical assaults and even homicide. It can affect and involve employees, clients, customers and visitors. Homicide is currently the fourth-leading cause of fatal occupational injuries in the United States. 

Homicide is currently the fourth-leading cause of fatal occupational injuries in the United States. According to the Bureau of Labor Statistics Census of Fatal Occupational Injuries (CFOI), of the 4,547 fatal workplace injuries that occurred in the United States in 2010, 506 were workplace homicides.[1] 

Bureau of Labor Statistics Census of Fatal Occupational Injuries Summary, 2012:  Overall, 767 workers were killed as a result of violence and other injuries by persons or animals, including 463 homicides and 225 suicides.  Shootings were the most frequent manner of death in both homicides (81 percent) and suicides (48 percent). Of the 338 fatal work injuries involving female workers 29 percent involved homicides.  There were two incidents in 2012 where at least 5 people were killed in workplace shootings; a total of 12 workers died in these two incidents.[2] 

While it is important for companies to have policies in place, flexibility is often the key to avoid escalating difficult workplace situations into violent ones, several experts noted in an American Bar Association program. 

The cost of workplace violence has been pegged at more than $36 billion a year, considering factors from poor morale to court awards and legal fees. Typically, workplace violence is instigated by either individuals criminals not connected to the workplace, customers or others on the premises for legitimate purposes, current or former employees, or someone who has an outside relationship with an employee. 

Edwin G. Foulke Jr., who served as head of the federal Occupational Safety and Health Administration under President George W. Bush, said companies must address problems directly or face consequences. To ignore or neglect threatening behavior, he said, will “escalate the problem rather than defuse the problem.” 

Foulke, a partner in the Atlanta office of Fisher & Phillips LLP and co-chair of the firm’s workplace safety and catastrophe management practice group, said companies should have a post-incident plan for workplace violence that includes securing the premises, safeguarding evidence, cooperating with authorities and completing necessary paperwork or reports. [3] 

Awareness and knowledge of Workplace Violence causes, stressors, and incidents are initial preventive measures companies can take in reducing violence in the workplace.  Do you have a workplace violence policy, and if so, is it viable?  Do you have a violent incident action plan?  What is a credible threat?  What are the causes of violence in the workplace and who are the perpetrators?  What can you do to minimize the chances of a violent incident occurring?  You have had an incident, what should you do? 

Simpson Security and Investigative Advisory Group, LLC has the experience and expertise to assist companies in formulating a viable Workplace Violence plan, setting up Threat Assessment Teams, training supervisors and employees as well as conducting risk assessments and investigations.  Contact us at info@SimpsonAdvisoryGroup.com for more information. 

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